Reinvent Yourself

I specialize in helping people break into six-figure tech roles by implementing proven systems that deliver results. I am a PMP® and CSP®-SM certified tech professional with over 15 years of experience in program management across more than five industries. I previously worked as a Technical Program Manager at Amazon and a Techno-Functional Reporting Analyst at Harvard University. With over 15 years of experience in the field, I have developed a framework that has transformed the career journeys of over 50 clients, helping them land their dream job offers

My clients have landed positions at top companies such as:
- Amazon
- Microsoft
- Facebook
- Sonos
- Coinbase
- Uber
and many more.

I will help you:
✅ Gain clarity in your career  
✅ Build confidence in your career  
✅ Acquire the knowledge, tools, and skills to lead as a Program Manager successfully
✅Apply to jobs strategically
✅Build Your Personal Brand

Founder

Limelight

• Provide brand advice and recommendations for new features at Limelight.
• Support testing of new features and give recommendations on launch strategies.
• Collaborated with Founder teams to ensure successful feature launches.
• Provide advice on new features to be launched based on market trends to inform feature development decisions.

Advisor

Amazon

Technical Program Manager

Built Business Intelligence (BI) solutions including but not limited to ETL and Tableau Dashboarding.

Business Intelligence Engineer

Harvard University

-Collaborated with Business Analysts and the Student Information Systems team to assess Business Intelligence and reporting requirements and integrate into a cohesive delivery.
-Followed an Agile methodology, designed and delivered reporting solutions, including standard reports.
-Designed several OBIEE semantic layer data models, reports, and dashboards.
-Supported SIS internal teams, end users, and Product Owners with the design and delivery of business intelligence content; supported the implementation of production support mechanisms and the BI competency center for SIS and student .
- Provided support for my.Harvard and business intelligence, including in-depth analysis, troubleshooting, researching and recommending resolution options.
- Served as Scrum Master.

Techno Functional Reporting Analyst

The Ironside Group, Inc.

Data Integrator/ DI Developer Technical Environment: Microsoft Visual Studio 2008, MS SQL Server 2008

- Collaborated with the Data Architect to design and enhance Data Warehouse models for the      purpose of high performance Analytics.
- Developed  and implemented +20 ETL process using SQL Server Integration Services (SSIS) to  extract  from different sources.
- Provided detailed documentation and knowledge transfer to customers.
- Assisted the Project Manager to prepare project estimates, timelines and proposals.

Business Intelligence Consultant

AGS USA

Sovereign Bank– Produban/Santander
Data Analyst/Report Specialist, Technical Environment: Microsoft Visual Studio 2008, MS SQL Server 2008

- Responsible of the development and implementation of a new reporting platform in Microsoft BI Suite.
- Analyzed and understood critical data to create reports.
- Developed and implemented ETL process using SQL Server Integration Services (SSIS) to extract data from different sources.
- Worked in the database design and data modeling.
- Assembled reports related to application usage, incident tracking, system performance and others.

Data Analyst/Report Specialist

Delaware Consultoria S.L

Vodafone Spain
- Responsible for the strategic development and implementation of RDP design (OLAP Design) using     OBIEE Administration Tool.
- Developed +300 reports using OBIEE Presentation Layer.
- Designed  +5 Interactive Dashboards and Front End interface using OBIEE Presentation Layer.
- Analyzed all information business requirements and make a proposal to be approved.
- Gathered customer requirements and provided a constructive feedback.
- Supported technical incidents using OBIEE.

Senior Business Intelligence Consultant

VASS

Programmer Analyst (December 2009- March 2010)-AZKAR
•Developed reports using OBIEE Presentation Layer, design of Interactive Dashboards and Front End interface using OBIEE Presentation Layer.
Programmer Analyst (October 2009- December 2009)-ADIF
•Developed Web Application using Webfocus.
•Provided comprehensive system support, configuration, and maintenance using Webfocus.
Programmer Analyst (January 2009-September 2009) -OHSJD
•Developed +50 reports using OBIEE Presentation Layer, design of Interactive Dashboards and Front End interface using OBIEE Presentation Layer.
•Supported professionals while working.
Programmer Analyst (July 2007-December 2008) - HNA
•Analyzed data mart model checking the processes of load in the data Warehouse using SQL Server 2000/2005.
•Utilized Microsoft BI accomplishment of functions in alteration of the information in the data mart and resolved incidents in the same one 
•Created +20 Reports using Business Objects.
Programmer Analyst (February 2008- July 2008) ISBAN
•Developed of the extraction processes, transformation and load of information of multiple systems using DB2, files VSAM and Flat files using Informatica Power Center 7.5 for the analysis of the lending’s portfolio.
Programmer Analyst (December 2007- February 2008) ING Nationale-Nederlanden
•Analyzed the data mart model, checking the quality of the data.
•Developed +30 reports using OBIEE.
•Solved Incidents in the Data warehouse using Informatica Power Center 7.6
•Programmer Analyst (September 2007- October 2007) ING Nationale-Nederlanden
•Corrected +50 reports to adapt it from Siebel Analytics to OBIEE.
•Designed and developed +30 reports in OBIEE Presentation Layer.
•Designed OBIEE Presentation Layer (Interactive Dashboards).
Technologies: Oracle Business Intelligence 10 G, Siebel Analytics 7, Informatica Power Center 7.5, Microsoft BI 2000-2005, Business Objects 5, Business Objects XI

LinkedIn Top Voice | #8 Female Creator USA | Technical Program Manager | PMP®| Keynote Speaker |Advisor | Ex Amazon, Harvard University | Helping People Pass The PMP Exam & Land Their Dream Jobs

As a first-generation immigrant, I am living proof that building your personal brand from scratch is possible. 

I did not speak English when I moved to the USA in 2011.

In 2012, I faced over 100 rejections in America. 

In 2014, I landed my dream job at Harvard University.

In 2017, I landed my dream job at  Amazon.

In 2020, I transitioned from Business Intelligence Engineer to Technical Program Manager.

In 2020, I started posting on Linkedin, grew on LinkedIn from 0 to 160,000+, and became a LinkedIn Top Voice in 4 years. 

Today, I am on a mission to help one million job seekers gain the confidence to become leaders, build their personal brand, and land their PM/TPM dream job offers.

Keep reading to learn how!

If you need help 
- transitioning to Big Tech, 
- building your Personal Brand, 
- moving forward in your career, 
- preparing for your following job interview or 
- improving your public speaking skills...

Join the 50+ Professionals who already landed their dream job offer!

Please book a session with me: https://calendly.com/d/cqqf-dmt-9r3



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https://www.reinvent-yourself.org/

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email: elvicaperonis@reinvent-yourself.org

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Elvi Caperonis

Dear Hiring Managers & Recruiters,

It’s 2025.
We can send a rover to Mars,
use AI to write code,
and 3D-print a house in 24 hours.

But for some reason…
we still can’t put the salary in job ads.

Here’s the thing:
💡 Job seekers shouldn’t have to guess if a role can cover their bills.
💡 Salary transparency saves everyone time.
💡 It builds trust between employer and candidate before the first interview.

Every week, I hear from professionals who:
→ Spend hours applying to “dream jobs” only to find the pay is far below market.
→ Get ghosted after asking about salary.
→ Feel undervalued because pay is treated like a secret.

Putting the salary in the job posting isn’t just “nice to have.”
It’s respect. It’s equity. It’s the future of hiring.

So let’s normalize it.
Post the salary. Every time.

Please share this post so more companies get the message. Should salary be part of the job description?

Elvi Caperonis, PMP®

AI & Tech Leadership Career Coach | Leveraging AI to help job seekers & leaders build confidence land their dream $150k-$300K job offers, earn promotions, or launch thriving businesses | Keynote Speaker | DM me “PB”

I used to take rejection personally.

Every “no” felt like a verdict:
❌ Not smart enough.
❌ Not ready enough.
❌ Not enough.

But here’s what I learned after dozens of rejections —
Rejection isn’t always a dead end.
Sometimes, it’s a redirection.

A signal from the universe that you deserve:
→ More alignment.
→ More purpose.
→ More respect.

That “no” you’re facing today?
It might be the space being cleared for your “yes.”

Because the job that ghosted you…
The client who passed you over…
The opportunity that slipped away…

They weren’t the last chance.
They were the wrong fit.

Now, I help professionals rebuild after rejection,
and step into roles and businesses that finally feel right.

Have you ever been rejected and landed a better opportunity?

AI & Leadership Career Coach | Leveraging AI to help job seekers & leaders build confidence land their dream job, earn promotions, or launch thriving businesses | Keynote Speaker | DM me “PB”

Some people will only notice your value once you stop offering it to them.

I’ve been there, sitting at a table where I gave everything I had.
My ideas.
My energy.
My best work.

And still, I felt invisible.

I kept showing up, thinking consistency would earn clarity.
But all it did was teach me this truth:

“Some people don’t understand what you bring to the table until they see you at another table.”

I've learned that early in my career.


Here’s what I learned about knowing when it’s time to move on ⤵️

1️⃣ You’re always proving your worth.
If you have to explain your value over and over, you’re sitting at the wrong table. 
The right one recognizes contribution, not justification.

2️⃣ Your ideas are heard, not implemented.
When others get credit for what you built, it’s time to invest your energy elsewhere.

3️⃣ You’ve stopped growing.
The wrong environment doesn’t challenge you, it contains you.

✅ What I did instead:
→ I built my own table.
→ I surrounded myself with people who celebrated my progress.
→ I stopped asking for a seat, and started creating the space.

That decision changed everything.

Because when you choose respect over comfort, your career — and confidence, start to rise.

💡 Save this as a reminder: You don’t need to fight for a seat when you can build your own table.

I pray you land your dream job offer this week!

Job searching is one of the biggest tests of resilience you’ll ever face.

After facing 100+ rejections and helping hundreds of professionals, I’ve learned patterns that can completely change how you approach the search.
Here’s what I wish more people knew 👇

Because let’s be honest…
Job searching doesn’t just test your skills, it tests your patience, confidence, and sometimes even your hope.

I know how hard it can feel.
The self-doubt.
The ghosting.
The quiet mornings wondering if your next opportunity is even out there.

I’ve been there. And I see you.

Here’s what I’ve learned through experience 👇

1️⃣ You are not your job title. Your skills and value don’t disappear with a role.
2️⃣ Shift rejection into preparation. Update your resume, refine your story, keep moving.
3️⃣ Level up while you wait. A new skill, certification, or book can shift your entire perspective.
4️⃣ Talk to yourself kindly. You’d never call a friend a failure, don’t do it to yourself.
5️⃣ Rejections are redirections. Use them to improve yourself.
6️⃣ Your network is the main plan. Don’t just scroll, connect.

Say hi. Comment. DM. Show up.
Your next opportunity may not come from applying, it may come from a conversation.


Your dream job offer is coming soon. 💫

I’m praying for you, may the right door open soon. 🙏

Years ago, I remember scrolling through LinkedIn and seeing people share their wins:
→ New jobs
→ Speaking gigs
→ Book deals
→ Clients pouring in

I was happy for them, but I asked myself:

“Why not me?”
“Am I falling behind?”
“Will it ever be my turn?”

I wasn’t bitter, I was just tired.
Tired of doing the work and seeing no results.
Tired of clapping with empty hands.

But something shifted when I stopped treating other people’s success as a threat.
I started treating it as evidence.
Proof that it was possible.

So I clapped louder.
Not out of obligation, but out of hope.

Because if it’s happening for them,
It means it can happen for me.
And if I can celebrate others in their moment,
I’ll be more than ready when mine arrives.

Today, I don’t scroll with envy.
I scroll with belief.
I know my turn is coming, and when it does,
I hope you’ll hear the thunder of the people I clapped for…
clapping right back for me. 🙌🏽

→ Who’s someone you’re celebrating today?

If you have been laid off, this is for you.

Your value does not change based on your employment status. Take this time to reinvent yourself.

Here are 15 Remote Job Boards You Didn’t Know Existed.

These are hidden gems that actually post verified, high-quality remote jobs,  from startups to tech giants:

1. Remote OK — https://remoteok.com/
2. FlexJobs — https://www.flexjobs.com/
3. Wellfound — https://wellfound.com/
4. We Work Remotely — https://lnkd.in/e4cBn_vm
5. JustRemote — https://justremote.co/
6. JobTogether — https://jobtogether.com/
7. Remote.co — https://remote.co/
8. Remotive — https://remotive.com/
9. SkipTheDrive — https://lnkd.in/eUZwcuA6
10. BuiltIn — https://lnkd.in/ew3eh_GS
11. Underdog IO — https://lnkd.in/efbtYhah
12. StillHiringToday — https://lnkd.in/erYF-gDB
13. Jobspresso — https://jobspresso.co/
14. Working Nomads — https://lnkd.in/e5CSthGf
15. Web3 Jobs — https://web3.jobs/

💡 Tip: Bookmark at least 3 of these and set up alerts, as new roles appear daily.

Your next opportunitty is coming soon. Keep going!

PS: Which one will you try first?

Polished Carbon

Expert brand builder, content creator, ghostwriter, and growth coach for CEOs and LinkedIn thought leaders.

Founder & CEO

Brilliance Brief

Writer

Done Wright LLC

Co-Founder & CEO

Arcadis

Global Technology Executive

Chief Information Officer

President, Buildings Business Line North America

VP & Global Director, Design to Lead

Vice President and Client Development Director

Associate Vice President, Strategic Client Development

Associate Vice President, Marketing & Client Development

Director of Marketing & Client Development

Director of Marketing

US Airways

Manager, Marketing & Communications / E-Commerce Analyst

The Franchise Builders

Vice President, Sales & Marketing

Realty Executives

Marketing Director

Your success, my mission | 3x founder & CEO | Former CIO $4B company | DEIB ally | Sharing 24 years of hard-earned leadership & self-mastery wisdom

My purpose is to inspire and empower individuals to unleash their potential and create a positive impact in the world.

I believe success is a byproduct of helping others, and the best leaders create other leaders.

When you:
set a clear vision,
lead by example, and
empower your people,
they give you their best
and you all win together.

🔭 Former Corporate Exec | 🌱 Entrepreneur | 💡 Founder | 📚 Lifelong Learner

After 22 years of corporate life and reaching the pinnacle, I stepped off the high-wire to begin a new chapter.

Trading the executive suite of a $4B global powerhouse for the excitement of entrepreneurship, I'm now spreading knowledge, innovation, and transformation.

Through 5 major career transitions, I evolved from a VP of Marketing & Sales to Division President, and ultimately, CIO.

But behind every business transaction, there's a face. I firmly believe that people are the heart and soul of any endeavor. I owe my success to the great teams I've been a part of and the wise mentors who guided me. My advice for aspiring leaders:

Be bold.
Be curious.
Be authentic.
Be respectful.
Be transparent.
Be growth-minded.
And success will follow.

Today, as an entrepreneur, I've swapped corporate structure for startup passion, partnering with my wife as co-owners of a holding company, founding multiple business ventures, crafting 3 new brands, consulting growing companies, and extending my love of mentoring into coaching.

In between, you’ll find me nurturing my four personal passions: learning, writing, traveling, and gardening. They keep me rooted and help me grow. After all, isn't life one big, beautiful garden? Here’s to growing together! 🌱

Justin Wright

I had 2 very different bosses. And 1 big lesson.

Boss #1:
Polished. Charming.
Amazing at managing up.
But with us? Brutal.
He led from insecurity.
By pushing people down.

The execs thought he walked on water.
Meanwhile, we were just trying to survive the week.
Eventually, the truth caught up to him.
He was forced out.
We all exhaled like we'd been holding our breath for years.

Boss #2?
The complete opposite.
She defended her team.
Celebrated our wins.
Remembered birthdays.
Asked how your kid’s recital went.

I haven’t worked for her in years.
But if she called me at 2 AM? I’d answer.
No hesitation.

That’s the difference.

What lasts are the human moments.

➟ The intern you took time to encourage
➟ The teammate you backed in the meeting
➟ The stranger you helped when no one was watching

Not the raise.
Not the title.
Not the LinkedIn headline.

Maya Angelou said it best:

"People will forget what you said,
people will forget what you did,
but people will never forget how you made them feel."

Kindness isn’t soft.
It’s the strongest leadership skill there is.
And the only investment that never loses value.

Lead like it matters.
Because it does.

♻️ Agree? Repost to inspire your network. Thanks!
Follow Justin Wright for more on leadership.

I’ve seen teams fall apart under bosses who ruled by fear. 

The work got done, but people were broken.

When you manage by fear, something dangerous happens.

People stop trying to do their best.
They just try not to get in trouble. 

It makes smart teams transform into shells:

— New ideas? Too risky.
— Speaking up? Career suicide.
— Bold moves? Not worth the pain.

Fear doesn't drive performance.
It drives self-preservation.

The best leader I ever worked with knew this.

She never raised her voice.
Never threatened or intimidated.
Never used fear as a tool.

Instead, she:

➟ Asked questions, didn’t make accusations
➟ Helped us learn from our mistakes
➟ Made it safe to tell the truth

And her team?

— We came up with new ideas all the time. 
— Solved problems others couldn't.
— Beat every goal and KPI. 

Not because we were afraid of failing.
But because we weren't afraid to try.

Real leaders don’t make people fear them.
They help people believe in themselves.

People don't do their best work when they're terrified of messing up.

They do their best work when they're inspired to succeed.

Your choice is clear. 

You can have compliance through fear.
Or excellence through trust.

But you can't have both.​​​​​​​​​​​​​​​​

♻️ Agree? Repost to share with your network. Thanks!

Pay people what they're worth.
Not what you can get away with.

Harvard research shows:

Paying new hires more than existing employees
is a great way to lose your top talent.

Here’s why:

When new hires come in at higher salaries,
it triggers a chain reaction.

Your best performers start looking for the exit.

They feel undervalued and underappreciated.

The numbers don't lie:

➟ Adjust pay quickly, employees stay 2.5 years longer.
➟ Delay pay increases and they leave in 13 months.
➟ High performers quit 1.5X faster with pay gaps.

So, what can you do?

1. Raise Awareness
Educate your team about the impact of pay inequity.

2. Audit Pay Regularly
Ensure any disparities are explainable and fair.

3. Address Inequities ASAP
Don’t wait for annual reviews.

4. Invest in Agility
Create a culture of open compensation discussions.

Remember:

Fair pay isn’t just a nice-to-have.
It’s a must-have to retain your top talent.

Invest in your people.
Pay them what they’re worth.
Watch your team and business thrive.

Don’t just talk about value.
Show it with action.

♻️ Agree? Repost to share with your network.
And follow Justin Wright for more like this.

The biggest sign of leadership has nothing to do with titles.

It shows up in the small moments most people ignore.

Like how you treat the janitor who cleans your office.
Or the new team member on their first day.
Or the person serving your coffee.

Because true leadership isn't about:
— The size of your office
— The brand of your suit
— The title on your door
— The car you drive

It's about how you make others feel.

I know VPs who couldn't lead a team of two.

And entry-level employees who inspire everyone
around them.

The best leaders:
— Show respect without an agenda
— See the humanity in everyone
— Lift others up daily

They know kindness isn't weakness.
It's strength in its purest form.

Because leadership isn't about
who bows to your title.

It's about how you lift others up,
regardless of theirs.

Want to know someone's real character?

Watch how they treat people when they think
no one's looking.

That's who they truly are.
And who they'll always be.

True respect isn't selective.
It's a way of being.

Make it yours.

♻️ Agree? Repost to share with your network. Thanks!

Courageous leadership is rare.

But it’s what separates those who manage people
from those who inspire them.

Because courage in leadership isn’t about being fearless.

It’s about being real.
Owning your mistakes.
Standing up for what’s right.

And leading with heart.
Even when it’s hard.

8 rare traits of truly courageous leaders:

1️⃣ They defend what’s right, not what’s easy.
2️⃣ They admit mistakes openly.
3️⃣ They tell the truth (kindly).
4️⃣ They put people before performance.
5️⃣ They ask for feedback (and act on it).
6️⃣ They make space for vulnerability.
7️⃣ They lead by example.
8️⃣ They empower others to lead.

Most leaders want loyalty.
Courageous leaders earn it.

Because when people see you lead with
integrity and authenticity...

They don’t just follow you.
They believe in you.

Be the kind of leader you'd want to follow.

♻️ Agree? Repost to help a leader in your network.
Follow Justin Wright for more on leading with courage.

🔖 Want my 99 best cheat sheets?
Get them free: brilliancebrief.com

I used to hide every struggle behind a smile.
Turns out that's not strength. It's a prison.

Real mental strength looks different.

It's not about toxic positivity.
It's not about never showing weakness.
It's not about trying to handle everything alone. 

It's about being human.
And doing it well.

13 things mentally strong people actually do:

1. They feel their emotions fully.
Not pushing them down.
Not pretending they're fine.
Just feeling.

2. They set boundaries even when it's awkward.
Because disappointing others beats betraying yourself.

3. They own their mistakes without drowning in shame.
"I messed up" is different from "I'm a mess up."

4. They celebrate others' wins without comparing.
Someone else's success doesn't make you a failure.

5. They ask for help before they're desperate.
Pride is expensive. Connection is priceless.

6. They question their negative thoughts.
Just because you think it doesn't make it true.

7. They rest without calling themselves lazy.
Your worth isn't tied to your productivity.

8. They focus on what they control.
Everything else is wasted energy.

9. They change their minds when they learn better.
Growth requires letting go of old beliefs.

10. They seek discomfort on purpose.
Because comfort zones don't grow people.

11. They practice gratitude during hard times.
Not to bypass pain, but to find perspective.

12. They protect their peace from energy vampires.
Your mental health matters more than their opinion.

13. They forgive but remember the lesson.
Letting go isn't the same as letting them back in.

The best part?
Mental strength is contagious.

When you model these behaviors, others notice.

Your courage gives them permission to be courageous.
Your authenticity invites their authenticity.
Your strength inspires their strength.

And anyone can start.
Anytime.
Even today.

Will you?

P.S. I'm working on #5. Which one calls to you?

♻️ Repost to help someone in your network.
🔖 Follow Justin Wright for more on self-mastery.

Want a PDF of my Mental Strength cheat sheet?
Get it free: BrillianceBrief.com

12 leadership traits they don't teach at Harvard:


The quietest traits often create the strongest leaders.

Everyone talks about confidence and charisma.

But true leadership runs deeper than that.

Here's what great leaders do differently:

1. Lead With Heart
↳ They know kindness isn't weakness
↳ Their humanity makes their impact stronger

2. Share The Spotlight
↳ They celebrate your wins like their own
↳ Your success becomes their success

3. Stay Curious
↳ They listen first, speak second
↳ Your ideas shape their decisions

4. Trust Their Team
↳ They resist the urge to control
↳ Autonomy creates ownership

5. Stand Behind You
↳ They defend you when it matters
↳ Support isn't just words, it's action

6. Show Up Authentically
↳ They ask how you're doing and mean it
↳ Tough times reveal their true character

7. Value Your Time
↳ They protect your boundaries
↳ Work-life balance isn't just talk

8. Fight Burnout
↳ They notice when you're stretched thin
↳ Prevention beats damage control

9. Read The Room
↳ They tune into unspoken signals
↳ Emotional intelligence guides their moves

10. Build Others Up
↳ They surround themselves with brilliance
↳ Your growth is their investment

11. Stay Grounded
↳ Success hasn't changed their core
↳ They remember where they started

12. Own Solutions
↳ They focus on fixing, not blaming
↳ Progress beats pointing fingers

The bottom line:

These traits aren't flashy.
They don't make headlines.
But they build legacies.

Because real leadership?

It's not about being seen.
It's about seeing others.

What underrated trait would you add?

♻️ Agree? Repost to share this with others.

Want my 99 best cheat sheets?
Get them free here: BrillianceBrief.com

I'll never forget that knot in my stomach when my star
seller told me he was leaving for another company.

Three days later, his entire team followed.

It taught me a valuable lesson.

You see, I was focused on the wrong things:

• Setting aggressive targets
• Tracking every metric
• Pushing for results

But I missed what really mattered.

First came: "I just don't feel safe sharing ideas here."

Then: "There's no real connection with the team."

Finally: "I can't grow here. Nobody sees my potential."

That's when it hit me. I wasn't building a team.

I was managing a group of strangers.

So I started over with my new team.

This time, differently.

1st Rule:
Make them feel safe to speak up.
(Even when the feedback hurts)

2nd Rule:
Build real connections.
(Not just Friday happy hours)

3rd Rule:
Recognize their wins.
(The small ones matter most)

4th Rule:
Invest in their growth.
(Even if they might leave)

5th Rule:
Give them purpose.
(Money alone won't keep them)

The result?

A year later, we're exceeding all our goals.

But even more importantly:
We enjoy working together.

The truth is:
Great teams aren't built on KPIs.

They're built on trust, connection, and growth.

Start there. Everything else follows.

What's your experience with building strong teams?

♻️ Find this valuable? Repost to help others.
Follow Justin Wright for more on leadership.

📌 Want PDFs of my 99 best cheat sheets?
Get them free: BrillianceBrief.com

Warning: Just one toxic employee can ruin your team.

Why ignoring them is a bad idea:

Harvard found the costs from 1 toxic employee
exceed the average profit from 2 superstars.

Why?

Productivity Drain
⤷ 1 bad apple can spoil the output of your whole bunch.

Morale Impact
⤷ Low morale = less commitment and higher turnover.

Legal Risks
⤷ Ignoring toxic behavior can lead to lawsuits.

Reputational Damage
⤷ Word gets around and can scare away top talent.

Financial Costs
⤷ Lost productivity, turnover, legal fees. It adds up fast.

You get it, the behavior is bad enough.
Ignoring it makes the situation even worse.

So, what can you do?

Do Spot Checks
⤷ Use anonymous surveys.
 ⤷ Get real feedback from your team.

Talk It Out
⤷ Have a one-on-one with the toxic employee.
 ⤷ Be clear about the issues.

Skill Them Up
⤷ Offer targeted training sessions.
 ⤷ Address the behavior head-on.

Pair Them Up
⤷ Team them up with a mentor or coach.
 ⤷ Guide the behavior change.

Have an Exit Plan
⤷ If no improvement, have a termination process.
 ⤷ Make it fair but swift.

Ignoring a toxic employee isn't just bad for business.
It's a ticking time bomb.

Take action to protect your team and your bottom line.

Because the cost of inaction?
It's far more than you think.

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Share in the comments below 👇.

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I used to think emotional intelligence was about being nice.
(I was wrong.)

It’s about being real.

And calm under pressure.

And brave enough to hold two things at once.

You can feel angry
and still control your response.

You can show empathy
and keep healthy boundaries.

You can name your feelings
and still be surprised by them.

You can be confident
and admit you don’t know.

You can stay calm
and still feel stress inside.

You can expect respect
and still lead with it.

You can listen without judgment
and still challenge harmful ideas.

You can share your struggles
and still lift others up.

You can hold people accountable
and still believe in them.

You can trust your gut
and still check the facts.

You can have strong opinions
and still stay open to change.

You can lead with kindness
and still make hard decisions.

The truth is, emotional intelligence lives in the tension.

Not in choosing one side.
But in learning how to hold both.

That’s not weakness.

That’s leadership.

That’s power.


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Great leaders don't always have the answers.
(But toxic ones think they do.)

I've watched both types of leaders in action.

The ones who think they know it all:
— Make decisions on their own
— Create fear of speaking up
— Shut down new ideas
— Dismiss feedback

❌ Their teams go quiet.
❌ Innovation dies.
❌ Good people leave.

But leaders who listen?

They transform their organizations.

They say things like:
— "What are your thoughts?"
— "You're closer to this than I am"
— "I hadn't considered that approach"
— "Help me understand your perspective"

Their teams come alive.

✅ People bring solutions, not just problems.
✅ Creativity flourishes.
✅ The best talent stays and grows.

The truth is:

Your smartest employee might be the quietest one.

Your best solution might come from a first-year hire.

Your biggest innovation might start with someone saying
"What if we..."

But you'll never know unless you listen.

Because leadership isn't about having all the answers.

It's about creating an environment where the answer
can come from anywhere.

And always being willing to learn.

Are you?

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Most leaders think confidence means having all the answers. That's not confidence. That's arrogance in disguise.

Real leadership confidence shows up in 7 distinct ways:

1. Decision Confidence

Making the call when data is incomplete. Moving forward while others freeze in analysis paralysis.

2. Feedback Confidence

Delivering hard truths that help people grow. Not sugar-coating. Not avoiding discomfort. Just honest dialogue.

3. Vulnerability Confidence

Saying "I don't know" without losing authority. Admitting mistakes without losing respect. Your team trusts you more when you're real.

4. Delegation Confidence

Trusting your team with work you could do faster yourself. Letting go so others can step up.

5. Emotional Confidence

Staying calm when everything's on fire. Being the steady presence others need. Your composure becomes their anchor.

6. Boundary Confidence

Protecting what matters most, even when it disappoints people. Not every request deserves a yes.

7. Humble Confidence

Leading with conviction while staying curious. Being sure of your values, not your ego.

The leaders who admit they're still learning are the ones people actually want to follow.

P.S. Which type of confidence is most important? Any others you'd add?

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The best employees don't quit companies.
They quit toxic cultures.

Watch your team closely enough
and you'll see the signs.

14 green flags of a great culture:

1. People Come First
↳ Actions match your words about caring
↳ Tough decisions consider human impact

2. Fair Treatment Rules
↳ No special circles or inner clubs
↳ Merit drives opportunities, not politics

3. Flexibility Matters
↳ Trust people to manage their time
↳ Focus on results, not desk time

4. Zero Tolerance for Toxicity
↳ Bad behavior gets addressed fast
↳ Everyone feels safe speaking up

5. Recognition Flows Freely
↳ Great work gets noticed
↳ Small wins are celebrated

6. Stress Stays Healthy
↳ Burnout isn't a badge of honor
↳ Mental health matters here

7. Fair Pay is Non-Negotiable
↳ Market rates are the minimum
↳ Value gets rewarded

8. Teams Support Each Other
↳ Success is shared, not hoarded
↳ Help flows naturally

9. Leaders Stay Open
↳ Bad news travels fast
↳ No surprises in big decisions

10. Boundaries Are Sacred
↳ "No" is a complete sentence
↳ Overtime isn't expected

11. Every Voice Counts
↳ Ideas come from everywhere
↳ Feedback creates change

12. Meetings Have Purpose
↳ Time is respected
↳ Work actually gets done

13. Growth Opportunities Abound
↳ Learning never stops
↳ Careers move forward

14. Safe to Be Yourself
↳ Real beats perfect
↳ Different views strengthen us

Here's what most leaders miss:

Culture isn't words on a wall or
ping pong tables.

It's about how people feel
on their way to work.

Start with one flag today.
Build the rest over time.

Because when your people love coming to work,
your customers will love doing business with you.

Which green flag is most important?

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Why do 60% of teams fail to reach their goals?

Because they're missing one critical thing:

A solid foundation.

What's not there? 

➡️ Clear goals
If your team doesn’t know what success looks like,
they’ll never hit the mark.

➡️ Trust
Without trust, collaboration falls apart.

➡️ Accountability
If no one owns the outcome, the results will suffer.

➡️ Communication
Confusion kills progress faster than anything else.

🚀 Want to turn things around? Start here.

A dysfunctional team doesn’t have to stay that way.

I've seen teams go from failing to thriving.

With the right culture, improvement happens fast.
 
And culture is something you can shape.

Ask yourself:

• Do they feel supported?
• Do they trust each other?
• Do they know what’s expected?

The answers will tell you everything.

Lead with intention. Inspire by example.

Model what you want to see from your team.

Because great leadership creates great teams.

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(60% stat: Human Resource Executive Online)

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